In recent years executives and senior management have been the beneficiaries of regular annual adjustments to their fixed remuneration. These adjustments have been in response to the company’s preferred market position; the prosperity of the industry sector in which each company operates; the supply and demand for talent, (which has driven variable rates of adjustment at an occupational level, e.g. accountants, IT, engineering, HR and legal); and the general market movement which has been, amplified by low levels of unemployment.
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